Targeted human resource strategies, plans and programs to address gaps (e.g., hiring / staffing; learning; career development; succession management; etc.)
These strategies and programs are monitored and evaluated on a regular basis to ensure that they are moving the organizations in the desired direction, including closing employee competency gaps, and corrections are made as needed.
The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding workforce shortages or spares.
This discipline deals with selecting appropriate social media sites and formats from the myriad options available and leveraging the same to create value for the organization.
This requires an in-depth understanding of the key benefits and pitfalls of social media and managing these effectively in the organization's context.
This discipline emphasizes harnessing social media for effective human resource management, which includes recruitment, collaboration and engagement.
They go by various names all with varying functions, in the HR field these tools are commonly referred to as human resource management systems (HRIS).
For example, within several companies, there exists a social media policy which outlines how an employee should conduct themselves on personal accounts as a representative of their workplace.